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    Drafting a Plan to Turn Around a Failing Organization

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    Turning a failing organization around is one of the most interesting activities in management. When organizations see themselves in that downward spiral, their managers may feel that they are unable to stop the pace of negative change. That worry and that downward momentum can be very powerful. At the same time, it sometimes takes only a key impetus to deflect that movement and turn things around.

    You are a new manager hired into a failing division in a company. The product line is outdated and losing market share, inter-departmental communication is adversarial, and competition for corporate funding is fierce. How are you, a new person, going to turn things around? Write a plan for the company you have just been hired into incorporating the following elements:

    Your vision of the new "organization" for your division
    Steps to manage the change from the old organization to the new organization
    Organizing what you need to do now and after the change to the new organization

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    Solution Preview

    AS A NEW MANAGER IN A FAILING ORGANIZATION, THE STEPS TO MANAGE THE CHANGE WOULD BE

    Successful change must involve top management, including the board and chief executive. Usually there's a champion who initially instigates the change by being visionary, persuasive and consistent. My role is usually responsible to translate the vision to a realistic plan and carry out the plan. Change is usually best carried out as a team-wide effort. Communications about the change should be frequent and with all organization members. To sustain change, the structures of the organization itself should be modified, including strategic plans, policies and procedures. This change in the structures of the organization typically involves an unfreezing, change and re-freezing process.

    What I the new manager need to do now to address resistances:
    The best approaches to address resistances are through increased and sustained communications and education. For example, I should meet with all managers and staff to explain reasons for the change, how it generally will be carried out and where others can go for additional information. A plan should be developed by me and communicated. Plans do change. That's fine, but communicate that the plan has changed and why. Forums should be held for organization members to express their ideas for the plan. They should be able to express their concerns and frustrations as well.

    STEPS TO MANAGE THE CHANGE

    Typically there are strong resistances to change. People are afraid of the unknown. Many people think things are already just fine and don't understand the need for change. Many are inherently ...

    Solution Summary

    The 1038 word solution gives an excellent template or roadmap about how to tackle a failing business segment. Included are 14 points to consider plus a good discussion about vision. 3 references included.

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